Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.continuity-tech.ai

About the company

Continuity is a Paris-based insurtech building AI-driven risk detection for commercial P&C insurance. The platform pulls together external data signals to give insurers a more complete view of SME risks, helping spot contracts that look outdated, invalid, or higher-risk than expected. Continuity has raised institutional funding (seed in 2021 and a Series A in 2024) and positions the product around ongoing portfolio monitoring, not just point-in-time underwriting. Public materials frame the company as heavily R&D-led, with a large share of the team in technical roles.

Locations and presence

Continuity operates from a Paris office and hires hybrid for Paris-based roles. The company also advertises a “Work Where You Like” policy that can allow working from anywhere within France for eligible roles, and mentions some Europe flexibility for certain hires.

Palpable Score

58.3

/ 100

Continuity reads as a supportive place to learn once hired, with unusually detailed onboarding, L&D, and hiring-process write-ups for a startup of this size. The score stays mid-range because current entry-level access is narrow (one internship is the clearest route) and there is very limited public proof of early-career progression outcomes beyond stated intentions.

Pillar 1: Early-career access

Score

9.3

/ 20

The company currently shows a clear early-career entry point via a “Business Analyst | 6-months internship” role in Operations.
Continuity’s other live role(s) are not entry-level, including a Business Partner position asking for 3–5 years’ experience and “top engineering or business school” credentials.
The company does not show a consistent stream of 0–3 year full-time roles on the public careers board, which limits evidence of repeat junior hiring.

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Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company publishes a staged interview flow (intro call, manager conversation, case study or live test, senior-leader meeting) and also sets an expectation of a standard four-week process.
Continuity’s Business Partner listing specifies what happens at each step, including a timed case presentation and cross-team sessions, which helps candidates understand the workload.
The company commits publicly to sharing progress within seven days and to giving constructive feedback after each interview, which is a strong transparency signal even though follow-through is hard to verify externally.

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Pillar 3: Learning and support

Score

15.2

/ 20

The company describes onboarding beyond day-one logistics, including pre-boarding resources, a welcome breakfast, tool and process training, and sessions with leaders about company vision.
Continuity states “structured growth plans” and “defined competency frameworks,” plus training programs, mentorship, and career coaching as part of development support.
The company’s internship role is framed around real operational ownership (dashboards, KPIs, process audits, automation experiments) with direct exposure to managers and the COO, which is a practical learning setup.

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Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company publishes a clear internship pay range (€1,400–€1,600 per month) and lists concrete intern benefits like meal support and 50% transport coverage.
Continuity lists tangible employee benefits on the careers site, including high-level health insurance coverage (via Alan), mental health support (Moka.Care), home office equipment, and time-off specifics for France.
The company does not publish salary ranges for experienced roles like Business Partner, which caps pay transparency for early-career candidates deciding whether the long process is worth pursuing.

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Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company describes internal mobility tools (internal job boards, cross-functional projects, temporary role transfers), but Continuity does not publish examples of early-career promotions or time-to-progression.
Continuity is growing in headcount and has raised multiple rounds, but the company does not share early-career retention metrics or internship-to-full-time conversion outcomes.
The company’s public careers content focuses on plans and policies rather than measured outcomes, so early-career impact has to be scored with a low ceiling due to missing proof.

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